Term
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Definition
| The extent to which the three primary HR activities are designed to achieve the goals of the organization |
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Term
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Definition
| The knowledge, skills, abilities, and other talents that employees possess. |
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Term
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Definition
| A company's ability to create more economic value than its competitors. |
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Term
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Definition
| The individuals who work for a company. |
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Term
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Definition
| The pressures that exist outside companies that managers must consider to strategically manage their employees. |
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Term
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Definition
| The extent to which the three primary HR activities that a company uses help them meet their organizational demands, cope with environmental factors, and comply with regulatory issues. |
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Term
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Definition
| The blurring of country boundaries in business activities. |
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Term
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Definition
| Challenges that managers must consider in the management of employees that relate to (1) Organizational demands, (2) environmental influences; and (3) regulatory issues. |
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Term
| Human Resource (HR) Department |
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Definition
| A support function within companies that serves a vital role in designing and implementing company policies for managing employees. |
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Term
| Human Resource (HR) Practices |
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Definition
| The practices that a company has put in place to manage employees. |
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Term
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Definition
| The extent to which specific practices used within each HR activity are consistent with one another as well as aligned across the primary HR activities. |
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Term
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Definition
| The individuals who are responsible for supervising and directing the efforts of a group of employees to perform tasks that are directly related to the creation and delivery of a company's products or services. |
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Term
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Definition
| The set of underlying values and beliefs that employees of a company share. |
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Term
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Definition
| The factors within a firm that affect decisions regarding how to manage employees. |
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Term
| Primary Human Resource (HR) Activities |
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Definition
| The strategic management of employees centers around three categories of HR activities (1) Work design and workforce planning; (2) managing employee competencies; and (3) managing employee attitudes and behaviors. |
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Term
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Definition
| The company's plan for achieving a competitive advantage over its rivals. |
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